Feel free to have a look at the training we deliver and to book a 30-minute-conversation with me if you want to know more! Here are some of the topics we cover:

• Unconscious Biases

• Diversity Sourcing Techniques

• How To Be An Inclusive Interviewer

• How to Provide a Anti-Harassment and Anti-Discrimination Workplace

• The 10 Things You Need To Know To Get DEI Right

✅ The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. What follows are some stimulating articles about office policy, boomerang employees, accessibility, scaling hiring practices and lesbian visibility at work

OFFICE POLICY MATTERS

☔️ The article “Screw your logo. Your office policy says much more about your brand” was initially published in May 2022. However, it is still very up to date as the school year starts and most of us who were lucky enough to have a summer break are back at their desks, we can sometimes feel like this employee from Apple who stated: “without the inclusivity that flexibility brings, many of us feel we have to choose between either a combination of our families, our well-being, and being empowered to do our best work.” If you are a manager or working in HR, the article is for you!

Quote : “When Apple’s director of machine learning Ian Goodfellow resigned from the company last month over its return to office mandate, it should have been a wake-up call for executives everywhere. In the post-COVID-19 world, the job feature that employees care most about is the flexibility to work from anywhere.”

BOMMERANG EMPLOYEES

🪃 “More and more workers are going back to companies they left. The move can advance a career, but it isn’t foolproof.” This article from the BBC  highlights an interesting phenomenon: an increasing number of employees are hired back by their previous company! The article is extremely interesting from my perspective as I am embarking on a new challenge: re-engaging former employees for an international tech company.

Quote : “In the UK, LinkedIn data shows 5% of all new hires in 2021 were former employees who returned. In the US, analysis of around 32 million LinkedIn members’ job histories shows these workers accounted for 4.3% of all hires last year, versus 2% in 2010. The speed of this phenomenon is rising.”

ACCESSIBILITY AND AGEISM

🎨 Alina Karl, an inspiring designer, really got my attention with this article where she shares 5 methods for inclusive digital experiences. Why? I still have my two (adorable) grandmothers and they are both quite autonomous when it comes to digital tools. However, thanks to them, I often realize applications and websites are not designed for elders. It's regrettable when a service is supposed to target everyone. Did your “everyone” include 75+ year-old individuals? Amongst the solutions identified by Alina are in-person research / testing, behavior analysis and more…

🧡 Mamie Micheline, Mamie Nono, cet article m’a fait penser à vous! Je sais que vous lisez la newsletter. Cela parle accessibilité pour les seniors (entre autres!) au sein des outils numériques.

Quote: “In designing a product, it’s likely you’ll always exclude some people. Using the example of colors: bright contrasting colors are easiest to perceive for seniors, whereas it’s recommended to use calming, less contrasting colors for people with autism.”

SCALABLE HIRING PRACTICES

When I spoke at the CTO Forum during Viva Tech (1’29’30), I mentioned Gusto’s hiring practices. Gusto is a successful tech company in the US. Josh Reeves, its CEO, shares Gusto’s techniques to hire hundreds of people without betraying the company’s culture. In this article, he explains that, when a company is growing, employees tend to be worried. They say : “The culture has changed a lot recently”, “I feel like I don’t know everyone anymore”, “We’re going through some serious growing pains”... Josh Reeves’s solution is to  conduct watermelon interviews 🍉, to create hiring committees to ensure consistency and to turn offer calls into celebrations.

Quote: “Measurement is essential, so monitor how your attempts at scaling are working. In 2017, 33 interviewers conducted 740 watermelon interviews to hire 242 new Gusties, with an 85% offer acceptance rate.”

THE FRENCH CORNER 

🌈 Quel est l'impact de l'invisibilité des femmes lesbiennes et bies en entreprise ? Komitid met en lumière l’étude réalisée par l'Autre Cercle sur le sujet. Croyez-le ou non, c’est la première fois qu’une telle étude est menée en France.

On y apprend notamment que “seule une minorité de femmes lesbiennes ou bies (en couple homo) ont leur orientation sexuelle connue de tou·tes leurs collègues ou supérieur·es. Cette invisibilité a des conséquences néfastes pour ces femmes, à la fois dans l’entreprise et dans leur vie tout court.” Par exemple, de nombreuses femmes renoncent à “participer à un événement où les conjoint·es des salarié·es étaient invité·es (41 %), renoncent à prendre un congé pour pacs ou mariage (34 %) ou à prendre des congés pour un accouchement par exemple. Selon François Kraus, de l’Ifop, ces renoncements et ces contre-vérités ont un poids considérable sur leur travail et leur santé.”

Citation: “Depuis plusieurs années, à travers ses productions, L’Autre Cercle constate une absence flagrante de lesbiennes visibles au sein des entreprises et des organisations publiques, jusque dans les candidatures pour les Rôles Modèles LGBT+. En écho à la question de l’égalité professionnelle, les lesbiennes se dévoilent et s’affirment beaucoup moins que leurs homologues gays.” affirme Denis Triay, président de L’Autre Cercle.